- Getting maximum business benefit from employee benefits
We are looking to roll out an employee benefits program to our employees. What steps can I take to ensure that it assists to achieve our 2008 HR objectives of staff attraction and retention, and make sure we get the maximum return on our investment?
- Frustrated with hiring managers
I am a HR manager who has an active role in the recruitment activities of our business. I find myself frustrated with the hiring managers who always want to hire someone who has done the exact same role before that we are looking to fill. They have unrealistic expectations and cannot see the need to hire someone who has room to grow into the role. How can I get them to see the need to hire on potential and move away from the ‘tick the box’ hiring mentality?
- Leading from the front
Although most organisations now recognise the urgent need to develop new leaders to fill their talent pipelines, many don’t know where to start. Teresa Russell speaks with GE and Toyota about the process and how they go about developing their leaders
- Employee surveys: it’s all in the follow-through
Online surveys solve the problems of cost, timeliness, anonymity, data collection and analysis – the biggest issues in employee surveys. Today’s major issue is follow-through. Teresa Russell talks with two companies that have effectively leveraged employee survey data to create positive business results
- Career Coach Certification Program, by Worklife International
Career coaching has traditionally been a bit of a mishmash when it comes to training and certification options. It is not a hard and fast science, and as such, many career coaches are not adequately trained or prepared to help potential clients
- Making learning stick
Learning and development is a vital part of many organisations’ attraction, retention and career development strategies. Teresa Russell looks at how to implement effective workplace learning initiatives that won’t break the bank